August 23, 2012

I am pleased to confirm that Volt Workforce Solutions reaffirms its support of the guiding principles of the United Nations Global Compact with respect to human rights, labor, environment and anti-corruption. In this annual Communication on Progress, Volt Workforce Solutions describes its actions and ongoing commitment in advancing those principles within our sphere of influence.

Tom Daley
President, Volt Workforce Solutions

Within its sphere of influence, Volt Workforce Solutions supports and respects the Universal Declaration of Human Rights and its articles.

Since the Company’s founding in 1950, Volt Workforce Solutions has always been committed to operating with honesty and integrity, and the Company will continue to maintain the highest standards of accountability and transparency, which includes the prevention of human rights abuses.

As a human resources provider operating on four continents, either with American, foreign national employees and/or foreign partners, Volt is committed to the protection of the human rights of our employees based on a written Code of Business Conduct and Ethics, adopted in 2004. Volt’s Code of Conduct has been adopted by Volt Information Sciences, Inc. and each of its subsidiaries and provides information with respect to our commitment to the standards of conduct and ethical behavior that is expected of all employees, officers and directors of Volt, its subsidiaries and affiliates.

Volt has a range of Human Resources policies which reflect the Company’s pro-active stance on human rights within our sphere of influence including our Equal Employment Opportunity Policy, which ensures Volt’s adherence to U.S. federal and state laws related to employment and ensures that all our employees are treated equally and with respect in the workplace.

Volt is a member of various domestic and international human resource organizations within its sphere of influence, including the American Staffing Association (ASA), Association of Professional Staffing Companies (APSCo), European Chamber of Commerce Taipei (ECCT), American Chamber of Commerce (AmCham Taipei), and American Chamber of Commerce in Singapore. Volt Workforce Solutions respects and adheres to the Code of Ethics and Good Practices of these organizations relative to protecting the human rights of local workforces.

In addition, our Corporate Governance Guidelines and Code of Conduct, which is a principal aspect of Corporate Governance, are designed to deter wrongdoing and illegal conduct and to support honest and ethical conduct and behavior that is expected of ALL Volt employees.

In 2012, Volt conducted company-wide training exercises, which included a signed acknowledgement of completion, to ensure all in-house employees are fully aware and comply with the Code of Conduct and the Company’s other governance policies including policies of equal employment.

As of July 2012, 95% of Volt Workforce Solutions in-house employees completed online training, confirming that they understood Volt’s Code of Conduct and that they agree to comply with its principles and to report any violations.

In the past year Volt Workforce Solutions has not been subject to any investigations, legal cases or incidents involving human rights violations.

A majority of Volt’s business activity is in human resources through the recruitment and provision of contingent labor for domestic and international clients. On average, Volt reported approximately 31,000 U.S. staffing employees on assignment in each fiscal quarter of the reporting period of this Communication on Progress. Our employees come from diverse backgrounds and bring a full range of individual characteristics, ideas and experiences. Volt supports their safety, health, and wellbeing, and provides training programs to help them achieve their potential in the workforce. Our Code of Conduct addresses the topic of discrimination, stating: “…We must strive to provide safe and discrimination/harassment free environments for Employees and the communities in which we do business.”

In addition, Volt has in place a Workplace Complaint Procedure. If any employee believes they have been harassed, discriminated or retaliated against on the basis of race, color, religion, sex, sexual orientation, gender identity, marital or parental status, national origin, age, veteran status, individuals with disabilities, appearance or other protected classification, they may, at any time, contact our Human Resources Department or Corporate Vice President of Human Resources via toll-free telephone numbers. All complaints are promptly investigated and treated confidentially to the extent possible and appropriate action taken.

As an employer, Volt Workforce Solutions adheres to all U.S. federal and state laws governing wages and hours. At the federal level, Volt observes all regulations contained in the Fair Labor Standards Act (FLSA). The FLSA addresses payment of minimum wage and overtime. It also contains provisions regarding equal pay, compensation, exemption, compulsory and child labor. Volt’s international locations strictly comply with local labor laws and child labor laws.

Volt Workforce Solutions provides guidance and training for all employees to adhere to our Code of Conduct and Business Ethics as well as our Whistleblower Policy in the reporting of any illegal or unethical behavior. A centerpiece is the establishment of a toll-free corporate governance hotline where employees can report any illegal conduct, including instances of discrimination, harassment or retaliation. This line is accessible at all times and hosted by an independent private organization not affiliated with Volt.

Volt is an equal opportunity employer. Volt's commitment to equal opportunity is outlined in the Corporate Policy Regarding Equal Employment Opportunity statement. Volt fully implements and complies with all civil rights laws, at both the U.S. federal and state levels, to ensure that all qualified individuals are afforded equal treatment and opportunity, protecting applicants and employees from discrimination under specified protected classes.

Through Volt's Harassment Policy Statement, Volt identifies actions to achieve a workplace free of discrimination and harassment based on race, color, religion, age, set, national origin, sexual orientation, disability, status as a veteran, or any other protected status. In addition, prohibitions against discrimination apply to virtually every employment decision made by Volt, including hiring, training, assignments, promotions, demotions, transfers, discipline, terminations, pay or benefits.

In compliance with federal law and as an equal opportunity employer, Volt Workforce Solutions requires and receives written confirmation of affirmative action for all suppliers/subcontractors and associate vendors to uphold the elimination of discrimination and provide equal opportunity employment without regard to race, religion, color, national origin, age, sex, handicap, or Vietnam era veteran or disabled veteran status.

Volt monitors feedback and evaluates the performance of its staff/offices through EEO surveys. These collect data for purposes of government compliance and gather general feedback regarding each applicant’s perception of our process and Volt staff/office.

All new in-house hires receive training in the Company’s Code of Conduct, including EEO compliance, as part of Volt Workforce Solutions “Getting People Started” program.

Additionally, as of July 2012, 95% of Volt Workforce Solutions in-house employees confirmed that they had completed online training and understood their responsibilities as contained in Volt’s Code of Conduct to provide safe and discrimination/harassment free environments for our employees and that they agree to comply with its principles and to report any violations.

Volt Workforce Solutions’ commitment to environmental protection is contained within our Code of Business Conduct and Ethics, which states: “Volt is committed to conducting its business with the highest regard for quality of the environment and in compliance with all applicable environmental workplace health and safety laws and regulations. Volt strives to provide a safe and healthy environment for Employees and to avoid adverse impact and injury to the environment. Achieving this goal is the responsibility of all Employees….”

Volt Workforce Solutions is a service providing company. As such, our aim is to reduce our global environmental footprint by implementing environmentally friendly practices in our offices as well as partnering with suppliers and companies committed to recycling and conservation. Volt formalized this strategy through our “Go Green” initiative, launched in 2007, which focuses on the three “R’s” of responsible environmental policy: Reducing, Reusing, and Recycling.

Volt Workforce Solutions’ environmental actions are in four key areas: 1) Education – Employee alerts and “green tips” inform employees as to Volt’s environmental activities and performance; 2) Conservation – Online employee service portals, increased use of electronic documents, and paper recycling programs reduce Volt’s overall consumption and minimize waste; 3) Procurement – Formalized policies mandate sourcing of products and services from “green” suppliers; 4) Sustainability – Through eco-friendly building products and protection of natural habitat, our Volt Corporate Park headquarters campus meets current environmental efficiency standards.

As part of our ISO 9001:2008 certification, we undertake regular document reviews, which include a process for determining those that can be converted to electronic format. As of April 2012, 78% of documents, which are distributed to clients, field employees, and/or internally to Volt locations nationwide, have been converted to electronic format.

Volt continues to measure progress in natural resource conservation. As of March 2012, through its partnership with a national paper recycling and document shredding vendor, Volt achieved significant year-over-year increases in recycling volume, earning that vendor’s Green Certificate of Achievement. Volt’s activities contributed to a 33% year-over-year increase in environmental savings, which are measured by the vendor in terms of reduced pollution; landfill reduction; and trees, electricity, water and oil resources saved.

As a United States public corporation, it is the policy of Volt Information Sciences, Inc. and its subsidiaries and affiliated companies, including Volt Workforce Solutions, to fully comply with the letter and spirit of the Foreign Corrupt Practices Act (“FCPA”), which prohibits corruption of public officials. Volt’s Foreign Corrupt Practices Act Policy requires that all employees, agents, representatives and consultants must comply with all parts of the FCPA.

Since Volt Workforce Solutions also has significant activity abroad and continues its expansion into developing foreign markets, Volt also complies with applicable laws and international regulations that prohibit corrupt practices.

In 2012, Volt conducted company-wide training exercises, to ensure all in-house employees are fully aware and comply with the Code of Conduct and the Company’s other corporate governance policies, including understanding of the FCPA policy, to ensure appropriate and lawful conduct in every interaction with customers, suppliers and competitors.

Additionally, all new in-house hires receive training in the Company’s Code of Business Conduct and Ethics as part of Volt Workforce Solutions “Getting People Started” program.

Volt also operates a toll-free corporate governance hotline where employees can report any cases or actions alleging a violation of federal or state law or international regulations, which may include instances of fraud or corruption. This line is accessible at all times and hosted by an independent private organization not affiliated with Volt.

Volt’s Principal Compliance Officer, Legal Department and other leaders and managers keep colleagues apprised of updates and all issues related to the Code of Conduct and Business Ethics, including fraud prevention and tone at the top, through internal company-wide communications and public website postings. All Volt managers are instrumental in creating an organization culture that encourages ethical conduct and a commitment to compliance with all laws that prohibit corruption in all its forms.

As of July 2012, 95% of Volt Workforce Solutions in-house employees confirmed that they had completed online training and understood their responsibilities, as contained in Volt’s Code of Conduct, to comply with applicable laws and international regulations that prohibit corrupt practices.

Additionally, Volt Workforce Solutions has not been involved in any legal cases, rulings or other incidents related to FCPA violations.